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(October 29, 2007) The interbiznet Bugler provides clips of current news on the Human Capital Industry. It can be read online or delivered to you each day in email. Send your company news to the Bugler staff.
Reveille and Hyperbole:
Diversity Search Group announced the launch of a new website www.DiversitySearchGroup.com, which is the result of requests by customers. VP of Strategic Relations and Global Search Operations, Teresa Sherald says: "At Diversity Search Group we have always taken customer care very seriously, talking and listening to our customers and taking their views on board."
The Human Capital Institute (HCI), a global professional association and educator in talent management strategies, and Vurv Technology, a global leader in technology and services for building great workforces, announced that the two organizations will jointly launch a "Mergers, Acquisitions and Restructuring" education and research track.
Workstream unveiled TalentCenter 7.0. The company continues to deliver on its aggressive schedule of product launches under the leadership of Deepak Gupta, president and CEO. TalentCenter 7.0 includes:
Unification - "No Boundaries" Cross-Module Integration
Built-in Advanced Analytics and Dashboards
Web 2.0-enabled User Interface
CDI Corp. (CDI) on October 25th reported third quarter net earnings from continuing operations of $8.0 million or $0.39 per share, higher than $5.6 million or $0.28 per share in the prior year quarter.
The Delta Companies, a series of 5 company offering permanent and temporary staffing solutions nationwide for physicians and allied healthcare professionals, was recently awarded eight VOICE Awards by the American Staffing Association for innovative communications strategies.
Comings and Goings:
Last week the nation's first baby boomer, Kathleen Casey-Kirschling, filed for her Social Security retirement benefits online at www.socialsecurity.gov. Ms. Casey-Kirschling, who was born one second after midnight on Jan. 1, 1946, will be eligible for benefits beginning January 2008.
Resumefit and the Center for Applied Cognitive Studies announced they will host a free webinar entitled Utilizing Science and Technology to Develop the Next Gen Resume. The hour-long webinar will take place on Thursday, November 8 at 11 a.m. Pacific Standard Time.
You Should Know:
Workers over aged 50 are staying in the workforce longer than ever, due to desire or economic necessity. In fact, from 2000 to 2006, the proportion of the nation's 65- to 74-year-olds that remained in the labor force increased from nearly one in five to one in four, according to census figures. While looking for a job can be a challenge at any stage in life, it is difficult particularly when you are over aged 50. (Gen Plus+) Take the Gen Plus Survey. What type of work are you looking for?
Myth of the Executive Job-hopper
Senior executives are far more loyal than might be supposed. More than half in fact expect to work for no more than seven organisations during their whole career, and nearly four out of 10 have been in the same job up to the past five years.
A survey of nearly 1,000 senior European executives by talent management firm BlueSteps.com, part of the Association of Executive Search Consultants, found that traditional values about job tenure and loyalty remain well ingrained, with many taking a cautious view of high job mobility.
In fact four out of 10 had worked for their current organisation for between two and five years, and more than half estimated they would have worked for no more than four to seven organisations by the end of their career.
Yet there was also clear evidence of career mobility, with a similar four out of 10 saying that a quarter of their senior management had been in post for fewer than five years.
Peter Felix, AESC president, said he was surprised at the findings in light of the demand for talented senior executives.
"Given the current skills shortage among senior executives around the world, I would have expected executives to be anticipating numerous job movements throughout their careers," he pointed out.
A total of 55 per cent of those polled believed two years was the shortest tenure an executive could spend at any one organisation before it compromised the value of their CV.
And more than a quarter believed tenure needed to be at least three years or more.
Seven out of 10 believed that the maximum number of organisations an executive could work for in a 10-year period without being labelled a serial job-hopper was two to three in total.
"This finding likely reflects the widely held opinion among senior level executives that you cannot make a significant impact at an organisation in less than two or three years," said Felix.
"It takes time to establish yourself and make inroads, particularly if a role involves international responsibilities and travel. It seems executives have a healthy respect for the investment of time and energy needed in any given role," he added.
"Perhaps, with much talk about hot job markets, especially in booming economies such as China and India, it is easy to get caught up in the expectation that executives will be opportunistic and bounce from role to role," he continued.
"However, it seems a traditional view of job mobility and tenure remains, at least at the senior level," he concluded.
The research also highlighted the key factors that prompt an executive to leave an employer.
More than three quarters said a lack of career advancement opportunities would be the number one motivator to leave.
This was followed by dissatisfaction with senior management (nearly two thirds) and poor company values (more than half).
Eight out of 10, unsurprisingly, were attracted to roles that offered increased responsibilities and/or a more senior role.
Six out of 10 looked for a more entrepreneurial role, followed by 42 per cent who said they would jump ship for increased compensation and benefits. Management-Issues
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